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District of Columbia Sick Leave: What you need to know

The District of Columbia's Accrued Sick and Safe Leave Act of 2008 (SSLA), as amended in 2014, entitles both full- and part-time employees to be paid sick and "safe" leave for use under certain circumstances. Amendments to the SSLA in 2014 eliminated the requirement that an employee work a certain number of hours in order to qualify for sick and safe leave under the Act (DC Code Sec. 32-131.02).

All employers with one or more employees and the District government are covered under the SSLA.

The amount of paid sick leave given to the employee depends on the size of the employer, as follows:

• Employers with 100 or more employees must provide 1 hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year.

• Employers with at least 25, but not more than 99, employees must provide 1 hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year.

• Employers with 24 or fewer employees must provide 1 hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year.

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Reasons for leave. Paid leave accrued under the SSLA may be used by an employee for any of the following reasons:

• Physical or mental illness, injury, or medical condition of the employee;

• Obtaining professional medical diagnosis or care, or preventive medical care, for the employee, provided that the employee makes a reasonable effort to schedule such leave in a manner that does not unduly disrupt the operations of the employer;

• Caring for a child, a parent, a spouse, domestic partner, or any other family member who has a physical or mental illness, injury, or medical condition or needs for diagnosis or care; or

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues.
This report includes practical advice on topics such as:

FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements